- Ethan - Jay Westerman - Skorgu - William Sasko - Emmett Jayhart - David White - Nancy Flores - Rebecca Wortham - Bobby - Katie Scheper - James Gill - Blake - Alex Randall - Andrew Adam - Bob Kunz - Andrew Bereza - Rebecca Wortham - Donal Botkin - BN-12 - George Lin - iulus - Xueqi - David Tyler - Andrea Di Biagio - Oliver Steele - Richard Jenkins - Phil Gardner - David White - Steven Grimm - Martin - Katie Scheper - Colin Millions - Jeromy Johnson - Tim Stumbaugh - Alex Simonides - Andrew - Jason Lewandowski - Nicholas Welna - ŰłÙÙÙ Ű§Ù Ű§ÙŰčÙÙ - rictic - Chad Bramwell - jill hoffman - Nicolas Dedual - Brian Tillman - Bogdan Toma - Dennis Dimka - Nancy Flores - Meekay - Daniel Kwak - Skorgu - William Sasko - Tiger Li - Derek Bonner - Mikko - Orbit_Junkie - Nick Muggio - Drago175 - Veronica Peshterianu - Freddi HĂžrlyck - John Rogers - Claire Lomax - Eliri Santana DeHendrick - John Lee - Maxime Zielony - Justin Ford - Jay Westerman - MaxPal - SDKyle - Qsie: http://qsie.dev/
PHOENIXâWith temperatures in the southern United States skyrocketing as high as 120 degrees Fahrenheit, safety experts on Monday advised Americans living in areas where excessive heat warnings had been issued to immediately seek privilege. âWhen the heat index is dangerously high, the most important thing you can doâŠ
SAN RAMON, CAâAsked on a quarterly earnings call about the oil companyâs long-term prospects, Chevron executives on Monday reportedly promised shareholders they would double temperatures. âOver the next decade, we believe we can drive temperatures up by as much as 80 to 90 degrees,â CEO Mike Wirth told dozens ofâŠ
A teacher in Italy who avoided going to work but kept collecting paychecks for over 20 years by using sick leaves, holidays, and permits to attend conferences has finally been fired by her employers. What do you think?
This post was written by Alison Green and published on Ask a Manager.
A reader writes:
Iâm part of a project team creating and launching a new online system, which will mean significant changes in the way employees do their job. Thereâs some resistance to this change within the organization and one department in particular that is deeply opposed to the new system. We have been on a massive change management journey and this resistance unfortunately hasnât gone away. It has gotten better as the project went along, but it hasnât left altogether. The next step of the project is formal training on how to use the new system, which I am running.
One staff member, Derek, is especially anxious and combative regarding the new system. For example, he frequently complains he has not seen aspects of the system that relate to his job (he absolutely has) and that he disagrees with how the system is configured (even though he has been asked for and has given input along the way). I know his anxiety comes from not knowing how he will do his job and even that his job might become redundant (not likely but not impossible).
Recently he was part of a group testing the system and it didnât go well. Aside from his general dislike of the system, he got frustrated and threw his mouse at another staff member. While Iâve never seen him do something like this, it isnât really a surprise to me and tracks with his previous behavior. I wasnât in the room when this happened, so Iâm not sure why it wasnât dealt with in the moment and Iâm not sure how it has been managed since or if he has been spoken to about his behavior, although I know my manager was told. Iâm not a manager in my team, nor is Derek part of my team or someone I work with day to day.
Iâm now supposed to be training Derek. And I donât think I can do it.
In one of my previous jobs, a man hit me in the face because I was âbossyâ (his justification â I am a woman in my 20s) so I have some real trauma and fear of confrontation in the workplace. This doesnât usually affect me because the people I work with now are sane, rational people who would never throw things or act violently at work. I handle confrontation and disagreements fine as long as no one is throwing fists. I have not felt unable to do my job or work with certain people because of this trauma until now. Iâve had therapy for this, but obviously being put in this situation is terrifying to me.
I donât know how I will react if he acts like this in training (e.g. yelling, slamming his fists on the desk, or THROWING THINGS, even if itâs not directed at me). I donât know what to do. Before training starts (in about a month) I need to speak to my manager to make a plan for if he does act like this but I donât know what to say. Am I allowed to kick him out? If so, how? Will my manager step in to remove him? If so, when? Can I just leave? I donât know how to communicate that if I canât remove him, I will need to leave. I cannot and will not be in another room where a man is acting violently. I donât know how to explain that to my manager. I also donât know how to advocate for myself and be taken seriously and not be brushed off as overthinking when Iâm trying to come up with a plan.
Iâm also going to speak to my therapist about this but I would love and appreciate some advice about how to come at this from a work angle.
Sometimes when you know you have a really strong reaction to something due to trauma, it can be easy to forget that even people without that trauma might have a strong reaction to it too.
And thatâs the case here. Many, many people without the history you have would be deeply alarmed by an employee who threw office equipment at a colleague in frustration, and would want to go into any training with him with a plan for how to handle any similar display of anger in case it happens again. Thatâs not to say that their alarm would be the same intensity or the same experience as yours, of course â just that itâs not odd or unusual for someone to hear what you heard and want a plan in place before working with Derek again.
So even if you didnât have any history around this kind of thing, it would be reasonable and unremarkable to go to your manager and say, âIâm really concerned by what we heard about Derek throwing things at a coworker in that meeting, especially in light of how combative heâs been with us previously. Iâd like a plan in place for how to handle it if he does that when Iâm training him. Specifically, Iâd like to know that I can choose to discontinue the training if heâs being aggressive, yelling, or throwing things, or seems headed to that point, and I want to talk with you about the logistics of what that would look like.â If your manager will be in the training (it sounds like maybe she will be?), you could say, âCan I rely on you to step in if he starts to go in that direction? As well as get your blessing to do it myself if I feel I need to?â
This isnât you overthinking or being excessively cautious â itâs just smart business practice to have a plan in place for this kind of thing once youâve seen signs it might be needed.
I think you might be thinking of it as âI need to disclose my unusually strong reaction to aggressive men in order to address this,â but Iâd be encouraging you to do this even if you hadnât mentioned your history or your responses in your letter to me! If youâd just described Derekâs behavior and nothing else, my advice would still be to use exactly the script above.
That said, you certainly can disclose it if you want to and feel like it would help. You just donât need to, because this is a reasonable thing to address either way.
WASHINGTONâCalling the influencer-backed beverage a serious public health concern, a visibly erect Sen. Chuck Schumer (D-NY) called on the FDA Monday to investigate the 72-hour erection he had experienced as a result of drinking Logan Paulâs Prime energy drink. âBuyers and parents need to understand the risks involvedâŠ
We talk about the heat index from time to time, and this characterizes the heat outside by factoring in both the temperature and relative humidity. This is also the basis for âfeels likeâ temperatures on television broadcasts. But there is another, still more accurate measurement of heat stress if one must be out in the direct sunlight, and this is called the âWet Bulb Globe Temperature.â Itâs a bit of an odd name, but it takes a lot of factors into account, including temperature, humidity, wind speed, Sun angle and cloud cover. Chances are, if youâve been in the military, you heard of the Wet Bulb Globe Temperature.
Recommendations for various levels of WetBulb Globe Temperatures.
The important thing to remember about these temperatures is that anything above 80 degrees requires precautions, and anything above 90 degrees is dangerous if youâre outside for a prolonged period of time. I say all of this because the Wet Bulb Globe Temperature is a good measurement to characterize the extremeness of the heat weâre going to see this week, and the bottom line is that it should not be quite as bad as what we experienced in June. Back then, daily Wet Bulb Globe Temperatures were consistently in the low 90s. This week we will be a few degrees below that. It will still be very warm, with a heat advisory in place for much of the region. But it wonât be quite as extreme.
Wet Bulb Globe Temperature forecast for this week. (Weather Bell)
Monday
That was a rather long introduction for what will be a short forecast as high pressure over West Texas influences our weather for this week and beyond. Expect mostly sunny skies today, with high temperatures in the upper 90s. There is perhaps a 10 to 15 percent chance of isolated showers and thunderstorms this afternoon. Light southwest winds of 5 to 10 mph will provide little relief. Low temperatures tonight will only drop to around 80 degrees.
Tuesday
A similar day, with slight rain chances and highs in the upper 90s.
Wednesday, Thursday, and Friday
Look for highs in the upper 90s to 100 degrees, sunny skies, and warm nights. Each day will be more or less the same as we bake.
NOAAâs rain accumulation forecast has an âabandon all hope ye who enter hereâ feel to it. (WeatherBell)
Saturday and Sunday
The temperature may increase slightly this weekend, as sunny skies prevail. Hot, hot, hot.
Next week
At this time I donât foresee too much of a change heading into next week. There are some scenarios in which we start to see a decent chance of rain by around Tuesday or so of next week, but at this point itâs difficult for me to bet against persistent heat as high pressure reigns supreme. Rest assured, weâre looking for any signs of change.
This post was written by Alison Green and published on Ask a Manager.
A reader writes:
I work in an office of ~20 people. The majority of us have lunch together in the conference room most days. Itâs not organized or mandatory, just a preference for most of us. People drift in and out and sometimes skip if they have errands or out-of-office meetings that day. The only person who consistently does not join in is Carrie. She has a chilly personality, but sheâs not rude or outright unfriendly, just keeps to herself for the most part if something isnât work-related. Thatâs fine! She attends holiday parties or any outside work event our bosses organize.
However, one day a month or so ago, our IT contractor came in to update software, and Carrie did come into the conference room for lunch because the contractor was working at her desk at that time. She was quiet except for greeting everyone, which is normal, until another coworker, Steve, brought up one of his âthought experiments,â which is a common lunchtime bit he does, although not every day. He proposes the questions to the group at large â along the lines of the immortality pill or Maryâs room (concepts I wasnât familiar with myself until they came up in these conversations). This time, his question was essentially, âIf you had to choose between the death of one person youâve never met or the destruction of all the works of Shakespeare (or another author you prefer), what would your choice be?â
Everyone was being flippant for the most part (i.e., âIf I save the person, no kid will be forced to read Shakespeare ever again!â) until Carrie chimed in and said, âShakespeare teaches us more about humanity that saving one life would, so I would save the plays.â This created a very awkward silence and made several people visibly uncomfortable. Personally, I thought it was a theoretical discussion (and was scrolling on my phone anyway) so didnât take it too seriously. Steve seemed to feel the same at the time and debated with her a bit, but no one else said anything related to it for the rest of lunch and most everyone excused themselves quickly. I thought it was awkward but just one of those things that would blow over.
âŠwhich it didnât. People started avoiding Carrie or being very curt with her almost immediately (like, that very afternoon). Itâs not really the vibe in our office to email each other since weâre so small, but most everyone started emailing her when normally they would just approach her or speak to her over her cubicle wall. I honestly canât tell if Carrie even minds the different treatment, but itâs so pointed I have to think sheâs noticed.
The next day at lunch, Steve expressed relief the IT update was over so Carrie would stay away. Many chimed in with their agreement. Unfortunately, every day at lunch since at least one person will bring up Carrieâs response to the question and how freaked out they were by it and that will prompt a prolonged discussion about the weirdness and how people donât want to be around her and how sheâs always been âoff.â
I donât really know what to do! It seems so silly, but people are not backing down on avoiding Carrie or talking about how strange she is, when they never seemed to feel that way before. Our bosses are both about 10 years older than most of us (a couple in their 40s; most staff are late 20s/30s) and I feel like if I bring this up theyâll see the whole thing as childish and gossipy, and particularly judge anyone who brings it up to them. We donât have HR.
For my part, Iâve tried to continue to approach Carrie the same way I did before. She hasnât complained herself, so maybe Iâm just making something out of nothing and sheâs fine with the cost of one remark she made! Is there something I should say to my coworkers, or should I just hope they move on soon?
This is a really extreme reaction to a pretty mild discussion. In fact, those thought experiments are designed not to have an obviously right or obviously wrong answer; thatâs why theyâre thought experiments!
So I have to think that your coworkersâ reaction to Carrie isnât about her willingness to save literary works over a human life, and is more about their reaction to Carrie in general â as evidenced by those âsheâs always been âoffââ comments.
Would they be having this reaction if a different person had chosen Shakespeare? Iâm betting no. Theyâre freezing out Carrie because they didnât like her to begin with â simply because she keeps to herself?! â and now they have something to pin it on. And it sounds like theyâre all feeding off each other and reinforcing/escalating each otherâs reactions, rather than each independently deciding to freeze her out without consultation with each other. We all saw this play out in junior high at some point; itâs pretty horrible that itâs playing out in your office.
So please speak up for Carrie! For example: âYâall, it was a thought experiment. The whole point is that thereâs not an obvious right answer for everyone. This is really unkind.â And: âCarrie took it as a thought experiment, which is how it was presented. Sheâs not a monster, and itâs awful to freeze her out and talk about her this way.â
I donât think you need to escalate this to your bosses unless it starts getting in the way of work, particularly given your concern that they would judge you for bringing it to them. That said ⊠are you sure they would? This isnât just a small interpersonal thing; your coworkers are trash-talking Carrie every day and avoiding talking to her. Thatâs a pretty big deal, and a good manager would want to know about it and shut it down.
But either way, you should stand up for Carrie when you hear your coworkers talking badly about her, and you I hope youâll make a point of being warm toward her yourself. Thatâs the right thing when you see a group turning on someone who hasnât done anything to warrant it.
CHICAGOâSaying it had satisfied initiatives to increase equity and intersectionality in its hiring practices, local firm Griffin-Reynolds Analytics reportedly told its employees Monday that the company had reached its diversity quota with the addition of a female AI. âWe recognize the value of a workplace thatâŠ
Can you friggin believe it? Threads, Metaâs answer to Twitter, has been around for literally 24 hours, and Mom has already posted her SIN on it. ALREADY. The annoying thread in question was posted mere minutes after Mom gained access to her new account, accompanied by her full name, address, age, motherâs maiden name, and [âŠ]
Moms for Liberty is a highly influential, highly controversial Republican-affiliated organization that fights to ban vaccine mandates, critical race theory, and gay rights from schools. The Onion outlines everything you need to know about Moms for Liberty.
When the PC was first released in 1981, IBM designed the Color/Graphics Adapter (CGA) card, a card that could display 16 colors on a special high quality RGBI monitor through a digital output. While CGA could only display all those 16 colors on the screen at the same time in text modes absent trickery, IBM's 16-color digital RGBI video display standard proved quite durable. IBM used the same color standard in its IBM PCjr. video graphics adapter in 1983 and returned to the standard the next year in the form of its Enhanced Graphics Adapter (EGA). When Tandy released its Tandy 1000, which was designed as a clone of the PCjr., it included the graphical capabilities of the PCjr and would later expand on them. The Tandy Graphics Adapter (TGA) really popularized 16-color full screen graphics but by the late 1980s most games would support Tandy and EGA graphics. So which is better? In this blog article we will attempt to answer this question.
WALTHAM, MAâIn a finding providing direction to the more than 6 million Americans afflicted with the disease, a study published Monday in The New England Journal Of Medicine concluded that daily exercise could help Alzheimerâs patients look hot. âEven 30 minutes of exercise every other day can help stave off theâŠ
Feelings seem raw at the court, certainly for the court's three liberal justices, who were on the losing end of some of the court's biggest cases this term, but also for the conservatives.
And Now for Something Completely Different, for the 500th published entry on this blog, I am going beyond the typical fare of video game and vintage computer content to focus on another type of gaming, board games. And in this blog entry, I am going to talk about the evolution of the mechanics of the 1963 game Mouse Trap, first published by Ideal. Mouse Trap is famous for its Rube Goldberg-inspired mouse trap which dominates the game. The design has endured more or less intact for sixty years and its combination of simplicity and silly design has appealed to multiple generations of children. I am aware there are a few other games that use the Mouse Trap name and descend from Habsro or Milton Bradley, but these do not use the traditional Mouse Trap mechanics and will not be covered here. No game with such longevity has survived into the present day without changes, so in this blog entry I will identify three distinct editions of the game and describe their differences.
A tentacled summer visitor has arrived on the shores of the western Gulf. It looks like a jellyfish, but it's not. Look at the beautiful blue creatures â but don't touch, say state officials.
When it comes to big questions about the economy, we're still kind of in the dark ages. Why do some economies grow so much faster than others? How long is the next recession going to last? How do we stop inflation without wrecking the rest of the economy? These questions are the domain of macroeconomics. But even some macroeconomists themselves admit: While we have many theories about how the economy works, we have very few satisfying answers.
Emi Nakamura wants to change all that. She's a superstar economist who is a pioneer in the field of "empirical macroeconomics." She finds clever ways of using data to untangle some of the oldest mysteries in macroeconomics, about the invisible hand, the consequences of government spending, and the inner workings of inflation.
Recently we called her up to ask her why the economy is so difficult to understand in first place, and how she's trying to find answers anyway. She gets into all of that, and how Jeff Goldblum shaped her career as an economist, in this episode.
This show was hosted by Jeff Guo and Nick Fountain. It was produced by Dave Blanchard with help from Sam Yellowhorse Kesler. It was engineered by Josephine Nyounai and fact checked by Sierra Juarez. Keith Romer edited the show. Alex Goldmark is our executive producer.
CHICAGOâFollowing wild speculation among patrons over what the electric cooker might contain, a report released Friday confirmed that there was, in fact, a crock-pot of chili just sitting there in the corner of a local dive bar. âApparently thereâs chili over there for the taking,â said a source close to the situationâŠ
